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HRM essay:提高薪酬效率过程中的挑战

时间:2015-07-29 22:32来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
对任一企业来说,人力资源是其最重要的资源。如今,世界上有许多跨国公司在全球运营,为保持其竞争地位,他们需要合理有效地使用人力资源,以达到最佳的业务结果。任何企业的成功高度取决于如何有效地提高员工绩效和如何激发员工积极的去执行任务。这些都可以通过发配足够的工资且按照行业标准给补偿而达到想要的效果。丰厚的薪酬可以吸引优秀员工。根据jance A. berger和Dorothy R.berger 所说的,薪酬程序是复杂的金融分销系统。(jance A.berger和Dorothy R.berger的第四版薪酬手册)。薪酬一般是以货币或非货币的形式分配给员工,我们可以说薪酬是人力资源管理的一个重要组成部分,它有助于提高员工工作积极性,加强企业优势。薪酬,尤其是货币形式的薪酬是企业奖励系统的一个组成部分,它是一种雇佣型组织,员工的薪酬利润是与他们的努力工作程度成正比的。
 
Human Resource is the most critical resource for any organization. In todays world many MNCS are operating globally and to keep them on the competitive position they need to uses their human resources effectively and reasonably to achieve optimal business results .The success of any company highly depends upon how efficiently its work force performs and how they are motivated to do so. This can be achieved by providing adequate wage for their work and compensation as per the industry standards. Best employees can be attracted by giving them the lucrative compensation .According to the jance A. berger and Dorothy R .berger compensation programs are complex financial distribution systems serving a multitude of overlapping, conflicting and frequently unclear purpose .( the compensation handbook fourth edition jance A.berger and Dorothy R.berger ). Compensation is provided in the form of monetary and non-monetary benefits to employees simply, we can say compensation is an essential part of human resource management which helps in prompting the employees and improving organizational strengths. Compensation, particularly monetary compensation is an integral part of an organization's reward system and it is a way of telling the employ that their interests are being looked after by the organization in return for their hard work and efforts. With many organizations turning global and having operations in multiple countries and cultures, the challenges to compensation becomes of a dimension far more complex than if they were dealing with one country alone. To complicate matters more, the transfer of employees from one location to another can lead to even more challenges in what and how much to compensate as now much of big MNCS organization have workers all over world. For example, Citibank now has nearly half of the credit-card market in Thailand (McFarlin & Sweeney, 1998). Colgate-Palmolive has operations in 194 countries. AT&T has 52,000 employees overseas working in 105 countries. McDonald's International is operating 22,000restaurants in 106 countries. The vast Majority of McDonald's workforces are host-country nationals (French, 1998 &Fisher, 1999). Nike and Reebok also manufacture all of their shoes overseas in plants owned and operated by foreign companies. Because of these factors, the total number of international workforces directly employed by U.S. companies may understate the extent to which manufacturing capacity and the employment base has shifted abroad (McFarlin & Sweeney, 1998). Moreover, Procter & Gamble (P&G), International Business Machine (IBM), and Citibank have long had extensive overseas operations.(责任编辑:BUG)


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